Country Human Resources and Organisational Development Manager Employment Opportunity – Plan International

Organization: Plan International
Duty Station: Kampala, Uganda
Reports to: Country Director
About US:
Founded
75 years ago, Plan International is one of the oldest and largest children’s
development organizations (non-profit / INGOs) in the world. We work in 50
developing countries across Africa, Asia and the Americas to promote child
rights and lift millions of children out of poverty. Plan’s vision is of a
world in which all children realize their full potential in societies that
respect people’s rights and dignity. Plan is independent, with no religious,
political or governmental affiliations.
Job Summary: The Country Human Resources and Organisational
Development Manager will provide overall leadership and strategic direction for
the HR and OD functions in the organisation. The incumbent will provide
effective support to managers to build and retain a team with the right skills
to deliver Plan International’s goals and the Country Strategy Plan objectives.
The post holder will therefore, require a thorough understanding and
appreciation of both the internal and external context in which s/he is working
and be forward-thinking in anticipating the future HR & OD needs and
context of the organisation. The jobholder will also be required to identify
and effectively manage HR & OD risks within the Country Office, ensuring
full compliance with all relevant local laws and regulations and Plan
International’s HR policies and procedures, both locally and globally.
Key Duties and Responsibilities: 
  • Develops and implements a HR strategy
    which will support the delivery of the Country Strategy Plan and reflects
    regional and global HR & OD strategy or direction.
  • Recruits and retains high quality,
    professional staff.
  • Provides effective line management
    for all Plan International Uganda staff through the setting of clear
    objectives that are aligned to overall strategy.
  • Supports the developments of all
    staff to support them reach their full potential.
  • Advises staff and managers on HR
    related matters, providing coaching, counselling or referrals.
  • Acts as a ‘change agent’ and
    proactively supports managers to manage change, both large and small scale
    effectively and to minimise risk to the organisation.
  • Provides regular or ad hoc timely and
    accurate reports to the Country Director, Country Management Team,
    Regional Office or International Headquarters on HR related matters as
    required.
  • As an effective team member of the
    Regional HR network, s/he provides input into regional or global HR
    projects as requested.
  • Proactively share good practice
    across boundaries and providing advice and support to HR colleagues or
    input into global / regional projects as requested.
  • Provide effective HR support in the
    event of a disaster as outlined in Plan International Uganda’s Disaster
    Preparedness Plan.
Workforce Planning – An
excellent team is planned, skilled and resourced to optimise Plan’s programme
impact, reach and quality.
  • Provides a thorough internal and
    external HR analysis to support strategic planning processes.
  • Supports management on workforce
    planning for current and future needs and the definition of roles within
    budget to ensure the delivery of agreed strategies and individual projects.
  • Supports management to periodically
    review the organisational structure, roles and competency requirements.
  • Supports managers to develop and
    review job descriptions in line with Plan’s requirements.
  • Works with managers to ensure that
    all recruitment and selection processes are timely, transparent and fair,
    observing equal opportunities and Plan International’s Gender and Child
    Protection policies and works towards achieving a diverse workforce which
    will support the delivery of Plan International’s goals.
  • Supports grants growth by working
    with colleagues to ensure optimal cost recovery of HR needs is achieved
    through involvement at proposal writing and during implementation. In
    addition, the post holder must ensure the HR elements of any grants
    proposal are consistent with local labour law and all relevant costs have
    been included.
  • Provides strategic input during
    proposal/budget development regarding structure and staffing needs.
  • Works effectively with other
    operational managers to provide effective, coordinated and aligned support
    services to the programmes.
On Induction /
Orientation – Staff joining Plan International Uganda are effectively informed
about the organisation, its strategies and the purpose of their role in the
delivery of organisational and Country Office strategy.
  • Works closely with management on the
    preparation of induction and orientation materials and events to ensure
    new staff know understand Plan International and are able to reach full
    functionality in minimum time.
  • Provides information, advice and
    assistance to dependents of Plan International staff in new locations/
    postings.
Rights and
Responsibilities – Staff are aware of their contractual rights and
responsibilities in delivering their work for Plan International in line with
the Code of Conduct, Child Protection, Gender and other policies.
  • Provides adequate and consistent
    information to make sure Plan International Uganda’s policies and Global
    HR, Code of Conduct, Gender and Child Protection policies are well
    understood and consistently implemented.
  • Writes/revises the HR Manual. The
    Head of HR & OD is responsible for updating the HR Manual regularly to
    reflect Plan Global policy or changes to local employment law and that all
    staff are aware of it and can access it in a local language, where
    applicable.
Performance Management –
Line managers are equipped with the skills and confidence to be able to
effectively manage the performance of their teams and the individuals within it
to support the delivery of Plan International strategy.
  • Organises training for all Plan
    International Uganda’s staff with line management responsibilities so they
    are clear about their roles and responsibilities within Plan
    International’s performance management system and have the skills to
    fulfil them (e.g., can deliver difficult messages, manage career
    development discussions etc.)
  • Promotes adherence to all global
    policies related to performance management within Plan International
    Uganda, including the mandated timetable for the process.
  • Develops tools and mechanisms to
    monitor the performance ratings and works with management to achieve
    compliance with current global systems.
  • Effectively communicates the
    performance management system and associated documentation to be well
    understood by all staff.
Aligns the Plan
International Uganda grading system in line with Plan International’s global
system based on Hay:
  • Prepares salary scales and benefits
    packages based on NGO Local Pay Surveys (Birches Group), analyses survey
    results and advises management in line with Global Policy and available
    budget so that Plan remains competitive in the local labour market.
  • Review and confirm payroll to
    minimise errors and in compliance with taxation laws and regulations (i.e.
    local tax, social security etc.)
  • Establishes and maintains accurate
    systems for the administration of benefits for local and international
    staff, such as R&R, annual leave, medical insurance etc.
  • Network with national level
    organisations to align Plan International Uganda’s policies and guidelines
    with other peer organisations.
Staff Development /
Capacity Building – Plan International Uganda staff are equipped with the
skills and knowledge and demonstrate the right behaviours to deliver effective
programmes now and in the future.
  • Undertakes a full capacity development needs
    analysis for Plan International Uganda based on the skills, knowledge and
    behaviours required to deliver the Country Strategic Plan.
  • Develops a capacity development plan and
    implement it effectively to address the issues of capacity needed in a
    strategic way.
  • Effectively manages the Plan International
    Uganda capacity development budget to maximise the capacity building of
    staff to meet current and future programme needs.
  • Develops capacity development policy and
    criteria and makes sure it is well understood by all mangers and staff to
    assess and make decisions about the requests.
  • Guides the Country Director and Country
    Management Team through the talent management and succession planning
    process for roles classified by the organisation as ‘middle management.’
HR risks presented by the
local context are effectively mitigated.
  • Guides managers of potential HR risks
    (assessing hazard, those potentially affected, evaluate nature and
    likelihood of risk, record, etc) to enable their monitoring and mitigation.
  • Carefully manages any individual staff cases
    (e.g. disciplinary, grievance) and support to legal counsel, where needed,
    in line with Plan International policy and procedure and in line with
    local labour law to minimise all associated risks to the organisation.
  • Maintains accurate and up-to-date data
    related to staff in confidence and in line with local Data Protection
    requirements.
  • Develops Health and Safety policies and
    standards for the Country and well understood and adhered to.
  • Continuously monitors the new development in
    the area of human resources and informs the Country Director about the new
    laws and regulations or amendments and that Plan International Uganda is
    fully compliant.
  • Implements all the audit actions related to
    HR & OD effectively and in timely manner.
  • Develops action plan and effectively
    implement to address all the issues identified by Employee Opinion Survey
    and report on the progress to the Country Director.
Change Management:
  • Provides leadership and guidance on the
    change management processes related to HR & OD.
  • Liaises with senior managers on proposed
    changes.
  • Informs and consults with staff about the
    planned or proposed changes.
  • Supports staff affected by the change i.e.
    allows and encourages staff to participate in any change process.
  • Provides any necessary training and
    development opportunities which may enable staff to operate effectively
    within the new environment.
Child Protection and
Gender Equality
  • Demonstrates commitment to Plan
    International’s Child Protection Policy through implementing the policy in
    its entirety, and report any actual or potential risk situations following
    the reporting procedures, being aware of abuse and risks to children,
    being vigilant, becoming familiar with the Child Protection Policy.
  • Raises children’s rights/protection awareness
    and importance of gender equality and respect to diversity within Plan
    International and amongst partners and community members.
  • Provides leadership and demonstrates
    commitment to Plan International’s gender equality policy and
    implementation strategy.
  • Actively encourages others to play their role
    to implement the gender equality strategy.
  • Makes adequate resources available for
    implementation of the gender equality action plan.
  • Facilitates the endorsement of appropriate
    revision of gender equality policy to meet gender equality standards in
    Plan International Uganda.
Support to Partner
Organisation:
Make regular visits to partner organisation to
support them on HR & OD related issues and compliances.
Dealing with Problems/Risks
in the position:
  • Required to influence others outside
    of line management relationships.
  • Required to balance operational and
    strategic demands of the role.
  • Required to remain objective and
    neutral at all times and not get emotionally involved, sometimes in
    stressful situations.
  • Required to synthesize and analyse
    feedback from a wide range of external actors (including NGO HR Forum,
    Ministry of labour, national surveys).
  • Required to work collaboratively and
    cooperatively with a wide range of stakeholders.
  • Required to support change processes
    objectively and with no self-interest.
Key Performance Areas: 
  • Providing effective HR business
    partnering support for all day-to-day decision making and long-term
    planning to CMT and other departments.
  • Effectively identifying, monitoring
    and managing HR risks and opportunities related to the delivery of Plan
    International Uganda goals, including all HR related Child Protection
    risks.
  • Providing effective leadership, line
    management and development of 03 HR staff in the country.
  • Developing and implementing a HR
    strategy which will support the delivery of the Country Strategy Plan
    (2016-2020) and reflects regional and global HR & OD strategy or
    direction.
  • Implementing effective and efficient
    systems and ensuring full compliance with all relevant organisational and
    statutory policies, procedures and laws, including local taxation.
  • Providing leadership on training,
    learning and development for all Plan International Uganda staff.
  • Prepare and manage HR & OD annual
    budget.
  • Effectively implement Child
    Protection and Gender Policies and related action plans across Plan
    International Uganda in all aspects of HR & OD.
Qualifications, Skills and Experience: 
  • The ideal candidate should hold a University
    Degree or equivalent in Human Resources and/or Business Administration.
  • Possession of a Masters’ Degree in Human
    Resource Management and/ or Business Administration is an added advantage.
  • A minimum of ten years overall relevant
    experience, out of which three years should be managerial experience.
  • Excellent knowledge of local labour law and
    its practical application in the workplace.
  • Excellent technical knowledge of good people
    management and development practices.
  • Excellent knowledge of current good practice
    and emerging themes and trends globally and within the local context.
  • Knowledge of how to develop and implement an
    effective and aligned HR strategy.
  • Basic financial acumen and the ability to
    align HR and Finance / Operation procedures.
  • Detailed knowledge and understanding of Plan
    International HR & OD policies and procedures, both local and global
    or the ability to demonstrate these can be learned
  • Working knowledge of organisational
    development to support a changing programme.
  • Broad knowledge and understanding of
    development programmes and child sponsorship systems.
  • Knowledge and understanding of HR issues
    related to Gender and Child protection.
  • Broad knowledge and understanding of the
    grants acquisition and management process and HR & OD’s role in this,
    including cost recovery processes.
  • Broad knowledge and understanding of how to
    provide effective HR support in the event of a disaster and how to prepare
    to do this.
  • Proven skills in leading and managing a HR
    function at a senior level, including the full range of human resource
    management activities (recruitment and selection, performance management,
    development, talent management, reward, employee relations, etc).
  • Development of workable HR policies and
    systems that support the achievement of Plan International’s goals, help manage
    risk and are fully compliant with Plan International policy and procedure
    and local labour law.
  • Excellent knowledge of job evaluation /
    grading systems and the design of competitive salary and benefits packages
    based on salary surveys.
  • Ability to negotiate, advocate and influence
    effectively at all levels of the Country Office and outside of line
    management relationships.
  • Ability to remain objective and make tough
    decisions.
  • Ability to analyse complex data or
    information and extrapolate relevant information from it.
  • Training development and facilitation,
    including team building.
  • Excellent communication skills, both verbally
    and in writing.
  • Good leadership and team management skills
  • Excellent interpersonal skills with the
    ability to build strong relationships and networks quickly at every level
    within the Country Office and outside.
  • Ability to plan and organise work effectively
    and deal with multiple tasks simultaneously.
  • Ability to handle sensitive people issues
    with tact and diplomacy.
  • Good listening, coaching and counselling
    skills.
  • Ability to lead and mange change effectively.
How to Apply:
All
suitably qualified candidates should send their letters of application,
together with updated CVs, contact telephone numbers, copies of relevant
certificates, names and contact details of three references plus salary history
and send to:
Ag. Country Human Resources Manager,
Plan
Uganda
Email to: uganda.recruitment@plan-international.org.
Deadline: 6th December, 2016
NB: Please consider your application unsuccessful in
case you do not hear from us by 28th February 2017

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